Morning all !
Sullying of job offers is one of the foremost issues that companies face these days. You have senior as well as junior prospective employees dishonouring their contracts. By accepting an offer, a candidate makes a promise and withdrawing from it amounts to a breach of contract. Moreover, the state of affairs is laden with moral and realistic impasse.
It is with the above in the back-drop, I have attached a sample-strongly worded letter to the consultant who provided me one such candidate. The tone and the tenor of the letter will suggest you that the employer/HR can take real harsh measures to harass such candidates.
I will request you all learned members to share your views on the subject with me please.
Wishing you a splendid week-end ahead !
Regards
Sandeep
9818218317
From India, New Delhi
6Sullying of job offers is one of the foremost issues that companies face these days. You have senior as well as junior prospective employees dishonouring their contracts. By accepting an offer, a candidate makes a promise and withdrawing from it amounts to a breach of contract. Moreover, the state of affairs is laden with moral and realistic impasse.
It is with the above in the back-drop, I have attached a sample-strongly worded letter to the consultant who provided me one such candidate. The tone and the tenor of the letter will suggest you that the employer/HR can take real harsh measures to harass such candidates.
I will request you all learned members to share your views on the subject with me please.
Wishing you a splendid week-end ahead !
Regards
Sandeep
9818218317
From India, New Delhi
Dear VP HR Sandeep,
I am thinking of writing a letter to the Companies, who call the candidates for interview and tell them after interview is over that, "WE WILL GET BACK TO YOU"
But they never do getback, so in my case they have literally wasted the candidates time, enthusiasm by not intimating him the result. So nothing wrong in a candidate getting multiple offers from company and choosing one.
Why does the company invite candidates for interview, to get a variety, RIGHT,,
So the same right lies with the employee also RIGHT,, to choose from a variety of companies.
Offer letter, is just a security to candidate, that he has been offered a job. And its always mentioned in offer letter, that If you fail to join on or before dd.mm.yyyy this offer stands invalid sort of clause..
And for something between employer and employee why are u holding the consultant responsible, a consultant only is responsible for consulting , hope u understand the meaning of consultant, they are facilitators, and they only job is to ensure that the company gets resumes, they should not be involved apart from resume providing ,, to other discussisons..... and negotiations..
which is to be done by the company..
Consultant tells for ur requirement we hav this this resume matching ur requirement, and helps in interview coordination, never ever handle the negotiation part to some third party like consultant,, it may sometimes prove advantageous , sometime harmful....
From India, Pune
I am thinking of writing a letter to the Companies, who call the candidates for interview and tell them after interview is over that, "WE WILL GET BACK TO YOU"
But they never do getback, so in my case they have literally wasted the candidates time, enthusiasm by not intimating him the result. So nothing wrong in a candidate getting multiple offers from company and choosing one.
Why does the company invite candidates for interview, to get a variety, RIGHT,,
So the same right lies with the employee also RIGHT,, to choose from a variety of companies.
Offer letter, is just a security to candidate, that he has been offered a job. And its always mentioned in offer letter, that If you fail to join on or before dd.mm.yyyy this offer stands invalid sort of clause..
And for something between employer and employee why are u holding the consultant responsible, a consultant only is responsible for consulting , hope u understand the meaning of consultant, they are facilitators, and they only job is to ensure that the company gets resumes, they should not be involved apart from resume providing ,, to other discussisons..... and negotiations..
which is to be done by the company..
Consultant tells for ur requirement we hav this this resume matching ur requirement, and helps in interview coordination, never ever handle the negotiation part to some third party like consultant,, it may sometimes prove advantageous , sometime harmful....
From India, Pune
Hi HR for HR !
I feel we should not compare candidates not honouring offer letter with organisation not giving feedback / not responding after interview.
I agree to the fact that organisations look for more than 4 - 5 candidates for one position and select the best possible from them. And in the process candidates have to 'invest' some of their time and energy (now a days traveling expenses are borne by the organisations). As a matter of fact only one candidate gets the offer with others either wait for response or understand the message and move on.
But when a candidate interacts with a organisation for 2- 3 times and agrees for a joining date, salary package and at one point of time accepts the offer letter, the orgainsation who has also invested time, engergy and money into the interviewing process expects positive outcomes - employee joining and delivering the results.
As organisations look for more than one candidate, candidates also send their applications to more than one prospective employers.
How about we compare candidates dishonring offer letter (to which they have agreed upon after 2 - 3 interactions) with organisation dishonouring the offer by telling the candidate on the stipulated date that we have decided to offer this job to someone else and not you so please treat the offer as cancelled.
The candidates have right to select the job of their preference but at the same time they should be responsible of not making a commitment without proper evaluation. They should accept the offer only after making up their mind. The issue is not about candidates not accepting the offer but candidates dishonouring the offer. Many a times it has been observed that candidates do not inform about their not joining. The organisation comes to know on joining date that the candidates has dishonoured the acceptance of offer letter.
To a great extend the consultants are also to be blamed for this. Which is a separate issue.
- Hiten
From India, New Delhi
I feel we should not compare candidates not honouring offer letter with organisation not giving feedback / not responding after interview.
I agree to the fact that organisations look for more than 4 - 5 candidates for one position and select the best possible from them. And in the process candidates have to 'invest' some of their time and energy (now a days traveling expenses are borne by the organisations). As a matter of fact only one candidate gets the offer with others either wait for response or understand the message and move on.
But when a candidate interacts with a organisation for 2- 3 times and agrees for a joining date, salary package and at one point of time accepts the offer letter, the orgainsation who has also invested time, engergy and money into the interviewing process expects positive outcomes - employee joining and delivering the results.
As organisations look for more than one candidate, candidates also send their applications to more than one prospective employers.
How about we compare candidates dishonring offer letter (to which they have agreed upon after 2 - 3 interactions) with organisation dishonouring the offer by telling the candidate on the stipulated date that we have decided to offer this job to someone else and not you so please treat the offer as cancelled.
The candidates have right to select the job of their preference but at the same time they should be responsible of not making a commitment without proper evaluation. They should accept the offer only after making up their mind. The issue is not about candidates not accepting the offer but candidates dishonouring the offer. Many a times it has been observed that candidates do not inform about their not joining. The organisation comes to know on joining date that the candidates has dishonoured the acceptance of offer letter.
To a great extend the consultants are also to be blamed for this. Which is a separate issue.
- Hiten
From India, New Delhi
Somewhat agree with Hiten
It depends on how the company, consultant and the employee are linked and whether there is proper or clear cut instructions between the three.
Reasons why employee accept offers and reject it:
1. need for a better job and getting more than current offer, the most common.
2. after getting an offer a candidate does extensive research on the company and its working culture, and in this course if he gets some bad reviews from former employees, friends, relatives, he may choose not to accept the offer.
3. They accepted the offer, bcoz during interview just they cant say no, and agree / nod head to everything, but in real they dont agree to it.
4. Many are advised, go give interviews, if selected dont accept the offer, just for newbies to get experience what interview is, to prepare for interview when they are in final sem, or to just check where they stand, by giving interviews and seeing / judging their credibility.
Hope I have stated major reasons. So for all above reasons need not necessarily the consultant be held responsible. :wink:
From India, Pune
It depends on how the company, consultant and the employee are linked and whether there is proper or clear cut instructions between the three.
Reasons why employee accept offers and reject it:
1. need for a better job and getting more than current offer, the most common.
2. after getting an offer a candidate does extensive research on the company and its working culture, and in this course if he gets some bad reviews from former employees, friends, relatives, he may choose not to accept the offer.
3. They accepted the offer, bcoz during interview just they cant say no, and agree / nod head to everything, but in real they dont agree to it.
4. Many are advised, go give interviews, if selected dont accept the offer, just for newbies to get experience what interview is, to prepare for interview when they are in final sem, or to just check where they stand, by giving interviews and seeing / judging their credibility.
Hope I have stated major reasons. So for all above reasons need not necessarily the consultant be held responsible. :wink:
From India, Pune
True !
These are current realities.
In point no. 2 you have mentioned, the role of consultants is very important. If consultants do justice to their roles, point no. 2 would get eliminated (well, almost).
The best we can do is to practice good moral practices ourselves and compliment and appriciate good moral values.
As such demand supply mismatch is a 'Macro level problem of Manpower planning'. - My views. May share your views.
- Hiten
From India, New Delhi
These are current realities.
In point no. 2 you have mentioned, the role of consultants is very important. If consultants do justice to their roles, point no. 2 would get eliminated (well, almost).
The best we can do is to practice good moral practices ourselves and compliment and appriciate good moral values.
As such demand supply mismatch is a 'Macro level problem of Manpower planning'. - My views. May share your views.
- Hiten
From India, New Delhi
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